Cairo University
Faculty of Commerce

In Collaboration With


International Center for Etudes (ICE)

 

Are Offering

 "Human Resource Management" Certificate

 

 

"Successful TQM Implementation in Strategic Human Resource Management"

     ش                               شهاده متخصصه فى كيفية تطبيق الجوده الشامله فى إدارة الموارد البشريه

Introduction:

This course enables human resource managers to implement TQM techniques when analyzing & designing Jobs; planning & recruiting employees; testing; interviewing and selecting candidates. In addition to HRM functions related to training and developing employees; Performance management and appraisal and establishing strategic pay plan. Applicable cases facilitate understanding the process of applying TQM models to SHRM functions with the purpose of improving the quality of human resources within an organization.

 

Course Outlines:

 

Module 1: Introduction to Total Quality Management TQM:

 

- What are the origins of TQM Concept?

       * Deming’s TQM Vs. Ishikawa’s TQM

- What benefits do companies gain by adopting TQM concept?

       * Highest Labor Productivity

       * Lowest Operations Cost

       * Maximum Market Share

- What do we mean by T; Q and M in TQM concept?

- What are TQM attainable Goals?

- What are TQM Processes needed to realize these goals?

- Do you know Japanese TQM  implementation models?

       * Three diamonds of MITSUBISHI

       * Quality rings of TOYOTA

Module 2: Introduction to Strategic Human Resource Management:

 

- Human resources Vs physical resources

- Progression of the departments of human resources in relation to the emergence of TQM concept.

       * Personnel management (PM)

       * Human resource management (HRM)

       *Strategic human resources management (SHRM)

- TQM models reducing HR costs

- TQM approaches improving SHRM functions

       *Socio-technical Approach improving job analysis & design functions

      *Cascade Approach improving HRP & recruitment functions

      *Systems Analysis Approach improving testing, interviewing and selection functions

Module 3: Job Analysis & Job Design:

 

- What is job analysis?

          * Job specification

          * Job description

- Job components

- Job analysis techniques

          * Motion – Time experiments

          * Work sampling interviews

          * PA & MPD questionnaires

- Integrating Job analysis techniques

- Problems confronting Job analysis

- Designing jobs

- Processes of job design

- Basic models of Job design

         * FORDISM model

         * TOYOTISM model

         * Socio-technical  approach

         * Task assignment technique

- Factors affecting job design

Module 4: Human Resource Planning & Recruitment:

 

- HRP formula

       * HR needs = HR requirement – HR demand 

- HRP processes

        * Cascade approach

        * Labor productivity technique 

-What does recruiting mean?

-What is the relationship among recruiting employees, job analysis and HRP?

-Which is more relevant, recruiting from internal or external sources?

- Methods of recruitment

Module 5: Testing, Interviewing and Selecting Candidates:

 

- Application form

            * Weighted application

            * Applicant flow record

- Preliminary interview

- Formal tests

            * Mental skills tests

            * Physical skills tests

            * Knowledge tests

            * Proficiency tests

- Follow-up interview

- Reference checking

- Physical examinations

- Final notification

- Cases

           * Systems analysis (SA) approach

           * Critical path models (CPM)

Module 6: Training & Developing Employees:

 

- Orienting employees

- Training process

-The five-steps training and development process

- Analyzing training needs

- Training methods

-What is management development?

-Managing organization change and development

- Evaluating the training effort

Module 7: Performance Management & Appraisal:

 

- Basic concepts in performance appraisal and performance management

- Comparing performance appraisal and performance management

- Why performance management?

- Supervisor’s role

- Steps in appraisal performance

- Mixing the methods

- Appraisal performance problems and solutions

- Appraisal interview

- Appraisal in practices

- Creating total performance management process

Module 8: Establishing Strategic Pay Plan:

 

- Determining pay rates

- Corporate policies and competitive strategy

- Equity and its impact on pay rates

- Competency based pay

- What is competency based pay?

Venue:
Faculty of Commerce, Cairo University.

Course Language:
The training module will be conducted in English & Arabic.

Target Audience:

  • Entry-level human resource professionals

  • Supervisors who have the responsibility for interviewing and training employees

  • Those seeking a career in human resources

Duration :
1 month (44 Hours) three days Weekly, (Saturday, Monday & Wednesday) starting from 18th of July to August, 2009 - From 5:30 to 9:30 p.m.

Certificate:
Certificates of Attendance are issued from Cairo University.

Registration Deadline:
Wednesday 8th of July, 2009

Fees:

Fees

Registration:

Now You Can Register Online